Extract of sample"Db1 managing organizational change"

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In order to maintain customer preference and ensure continued growth within the corporation, McDonald’s leadership introduced a business strategy based on maintaining the current customer and ensuring that these customers are able to get the preferred flavors and taste in all McDonald restaurants. This strategy saw the increase in the Company’s profits and sales. The company also introduced a new strategy that involved product development focusing on the entire market, which in turn increased the company’s market share, as many people preferred McDonald products (McDonald Corporation, 2013). This strategy focused on consistency of the company’s products via development of sophisticated supplier network operation and intensive distribution channel. By establishing a sophisticated supplier system and distribution channel, the firm has been in a position to attain product consistency and quality across the countries globally. As part of its planning process, the introduction of act like retailer or merchant imagine or think like brand motto helped the company to depend on conveying or delivering sales instantly and guarding brand name or status (McDonald Corporation, 2013).
The service quality strategy involved acting like a retailer, but thinking like a brand illustrated the power of change and focus on service quality. Consequently, the franchise model ensured that the different units operated in a semi-autonomous way, which ensured that the brand is established in the international market. The focus of the organization is on the quality of the products and high level of service given to the customers. The use of the Barbie Toys with the happy meals repeatedly has ensured consistence and preference of the products by the consumers. These toys have become a useful segment for the collectors of both the McDonalds and Barbie toys (McDonald Corporation,
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According to th report having a proper organizational change setting in place will also set the ball rolling as far as the significant talk to cutting down on expenditures and making the best possible use of the resources that are available to the organization at the present moment in time. The need is to understand a proper guideline or frame of work.

To this end, innovation is best understood as a change process which requires organizations to give up their current ways of thinking and working (unfreeze), adopt the new behavior and thinking (implement change) and finally reinforce the new behavior that it becomes a part of the organization.

Project managers of Discovery and directors of development will respectively be the teams. More, directors of discovery, scientific affairs, human resource, development and service will be a cross functional team.
The chosen activity is named ‘Unique

The mechanism forms the basis of any change process; it is easy and objective to use (Egan, 1988). According to Egan, the force field analysis involves the analysis of the current situation, developing expected results that

Following recession, my organization went through organizational downsizing. The step undertaken was a management strategy to promote organizational efficiency in the light of recession. It was taken to ensure that the organization remained productive and competitive irrespective of the negative effects of recession.

The corporate social responsibility functions as a self-regulating, in-built mechanism where a business monitors and makes sure that its active compliance with ethical standards, spirit of the law and international norms. This is a process that embraces responsibility of the company’s actions and encourages a positive collision through its various activities on the employees, consumers, environment, community, stakeholders and all other affiliates of the public sphere who are also active stakeholders.

Change management is often regarded as one of the most difficult management functions to execute. This is precisely because of the fact that managing change often involves application of certain ideas that face severe resistances from organizational employees

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